Young and Pearce Employment Law Unit headed by Tony Wilkinson has a wealth of experience in advising employees and employers with relation to Compromise Agreements and severance payments. The great advantage for acting for both employees and employers is that we can fairly accurately predict how the other side will respond. We know what employers will try to include within such agreements and what employees will try to exclude.
Our services include:
Our services include:
- Sympathetic and Speedy advice from an experienced employment lawyer
- Usually at no cost to you
- There is no need to visit us
- Negotiations with your employer
- Advice where needed on bringing an Employment Tribunal Claim.
If you've been asked to sign a Compromise Agreement that means that your employment is ending. This can be a stressful time and you need sympathetic, straight forward and uncomplicated advice. For the agreement to be binding you have to have independent legal advice. We can provide that advice.
Usually your employer will pay our fees.
No need to visit our offices
Contact solicitor Tony Wilkinson on 0115 8525813 or email tpw@youngandpearce.com
Why do I need advice?
If your employer is asking you to sign a Compromise Agreement you are required to have independent legal advice usually paid for by your employer. I can advise you on the agreement. I will check the agreement, advise on whether the amounts offered are fair and whether the terms of the agreement are proper. Subject to your instructions and if necessary I will deal with your employer over the amount of compensation and the terms of the agreement.
Cost
In most cases the employer will pay the legal fees. The Compromise Agreement will specify an amount towards legal fees. The amount specified will usually be sufficient.
In most cases the employer will pay the legal fees. The Compromise Agreement will specify an amount towards legal fees. The amount specified will usually be sufficient.
In most cases the necessary advice can be given by telephone. We need to see the agreement but that can be emailed, faxed or even posted to us.
Contact solicitor Tony Wilkinson on 0115 8525813 or email tpw@youngandpearce.com
Advice
We will advise on whether the agreement is fair and reasonable. It is very important that you receive the best advice before signing this legal document. If necessary I will negotiate with your employer concerning the compensation and any alterations to the terms of the agreement that I advise are required.
Contact solicitor Tony Wilkinson on 0115 8525813 or email tpw@youngandpearce.com
Advice
We will advise on whether the agreement is fair and reasonable. It is very important that you receive the best advice before signing this legal document. If necessary I will negotiate with your employer concerning the compensation and any alterations to the terms of the agreement that I advise are required.
Many factors affect your entitlement to compensation in the compromise agreement, including:-
- The way in which your employment was ended
The length of time that you were employed
The prospects of success in an Employment Tribunal claim such as unfair dismissal
I will also seek to ensure that you receive the compensation in the most tax efficient way.
Who will you deal with?
I am Tony Wilkinson. A solicitor since 1982 specialising in employment law. I am a partner with Young and Pearce solicitors and we are regulated by the Solicitors Regulation Authority. I will always deal with your case personally. If you are being asked to sign a Compromise Agreement that means that your employment may be ending. This can be a difficult and stressful time for you. I appreciate that you need the best advice given sympathetically.
The law only allows employers and employees to settle pending claims under closely regulated circumstances.However it is possible for the parties to agree the terms under which an employee will leave and if this is done under an agreement known as a compromise agreement the employee is prevented from applying to an Employment Tribunal.
The following conditions must be satisfied
- the agreement must be in writing;
- the agreement must relate to the particular matters that may be in dispute;
- the employee must have received independent legal advice;
- the adviser must be covered by an insurance policy covering the risk of a claim for losses because of the advice;
- the agreement must state that the conditions regulating compromise agreements are satisfied.
No need to visit us
No need to visit us - You can send us the agreement by email fax or even ordinary post. I can then advise you over the telephone. This also speeds the process up there is no waiting for an appointment and then coming to our office to visit us. We advise clients nationwide.
Telephone 0115 8525813 email tpw@youngandpearce.com Fax 0115 9475572
Speak to us now 0115 8525813 / 07973 833125
We will advise on the agreement without fuss, and you do not have to visit our offices. A brief overview of the law is set out below.
Contact solicitor Tony Wilkinson: 0115 8525813 email tpw@youngandpearce.com
Compromise Agreements - The law
The law only allows employers and employees to settle pending claims under closely regulated circumstances.However it is possible for the parties to agree the terms under which an employee will leave and if this is done under an agreement known as a compromise agreement the employee is prevented from applying to an Employment Tribunal.
The following conditions must be satisfied
No need to visit us - You can send us the agreement by email fax or even ordinary post. I can then advise you over the telephone. This also speeds the process up there is no waiting for an appointment and then coming to our office to visit us. We advise clients nationwide.
Telephone 0115 8525813 email tpw@youngandpearce.com Fax 0115 9475572
Speak to us now 0115 8525813 / 07973 833125
We will advise on the agreement without fuss, and you do not have to visit our offices. A brief overview of the law is set out below.
Contact solicitor Tony Wilkinson: 0115 8525813 email tpw@youngandpearce.com
Compromise Agreements - The law
The law only allows employers and employees to settle pending claims under closely regulated circumstances.However it is possible for the parties to agree the terms under which an employee will leave and if this is done under an agreement known as a compromise agreement the employee is prevented from applying to an Employment Tribunal.
The following conditions must be satisfied
- the agreement must be in writing;
- the agreement must relate to the particular matters that may be in dispute;
- the employee must have received independent legal advice;
- the adviser must be covered by an insurance policy covering the risk of a claim for losses because of the advice;
- the agreement must state that the conditions regulating compromise agreements are satisfied.
If you have been asked to sign one of these agreements contact Tony Wilkinson 0115 8525813
Visit http://www.solicitors-for-employment.co.uk/
Visit http://www.solicitors-for-employment.co.uk/
YOUNG & PEARCE EMPLOYMENT LAW UNIT
Advising employers and employees on all employment law issues including:-
Advising employers and employees on all employment law issues including:-
- compromise agreements
- contracts of employment;
- policies on discrimination;
- disciplinary issues;
- dismissal;redundancy;
We are experienced in:-
- advising on Compromise Agreements
- negotiating either through ACAS or face to face;successfully representing clients in the Employment Tribunal;
- appeals to the Employment Appeals Tribunal.
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